In recent years, in actual work, some grassroots ** and departments still use fines to strengthen the management of cadres and workers, is this practice legal? Does it comply with *** regulations? The management boundary is in **? It's worth thinking about.
First of all, it is necessary to understand what is the purpose of the management of employees at the grassroots level. As the foundation of the national governance system, the grassroots level bears the important responsibility of maintaining social stability and promoting economic and social development. The staff is an important force for the grassroots to perform their duties, and the management of the staff is to better play their role and improve work efficiency and service levels. Therefore, management methods should comply with the provisions of laws and regulations, follow the principles of fairness, justice and reasonableness, and shall not infringe on the legitimate rights and interests of employees.
So, is there a legal basis for the management of its employees at the grassroots level? According to relevant laws and regulations, fines are a form of administrative punishment, and only specific administrative organs have the power to impose fines. For the grassroots level, only departments expressly authorized by laws and regulations have the right to fine employees. Therefore, if the grassroots level is not authorized by laws and regulations, or exceeds the scope and standards stipulated by laws and regulations to impose fines, then this practice is illegal.
In addition, it is also necessary to consider whether the fine meets the requirements of the management. Fines are not an end, but a means. If the fine can not play a role in promoting management and improving work efficiency, but also dampen the enthusiasm of employees, damage the image and credibility of the first, then this fine method is unreasonable. Therefore, when the grassroots level manages the employees, it can adopt a variety of ways and means, such as strict system constraints, rewards and incentives, and encouragement of education and training, so as to achieve better management results.
Therefore, the power should be put in the cage of the system, and the management of employees at the grassroots level should follow the provisions of laws and regulations, follow the principles of fairness, justice and reasonableness, and shall not abuse the means of fines. In actual work, management should be carried out in a combination of a variety of means in combination with the actual work in order to achieve the effect of management. At the same time, it is necessary to strengthen the supervision and restraint of grassroots management behaviors to ensure that management behaviors are legal, compliant and reasonable. It is necessary to truly implement administration according to law, rather than staying in words.
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